Enhancing ATC training success rates: a global issue

With the spotlight on air traffic controller shortages globally, particularly in the US, the pressure is mounting for air navigation service providers (ANSPs) to select, train and recruit enough of the best and brightest ATC candidates to address the growing gap.  

Global efforts to tackle this critical issue are exacerbated by another significant challenge: low training success rates for ATCs. It’s a challenge with major repercussions for air navigation service providers, including escalating costs from ATC training failures. 

In this article we explore the various factors contributing to ATC staffing shortages and low ATC training success rates, the resulting impact for ANSPs, and how Airways International is addressing these critical issues by utilising innovative technology solutions. 

Behind the scenes – what’s happening here? 

The training process for ATCs is notoriously rigorous, with failure rates reaching as high as 50% in some regions. There are several contributing factors such as the high cognitive demands of the job, the intense training, time-based training deadlines, and the need for precise decision-making under pressure.  

Couple that with an aging global ATC workforce approaching retirement, the increasing construction of airports, and increasing demand for air travel which requires more controllers – and our industry has a pressure cooker situation. The solution? As an industry, we need to urgently ramp up the selection and training of air traffic controllers globally, to ensure a sufficiently resourced and highly skilled workforce to safely and efficiently manage air traffic into the future. 

How are ANSPs impacted? 

We know that low training success rates have significant implications for ANSPs – the stakes are high for both ANSPs and ATC students. Training a candidate to become an air traffic controller comes at a significant financial and resourcing cost for ANSPs – so when any candidates don’t succeed through training, it’s an expensive failure.

It also has a substantial impact on candidates themselves, who have invested in the training both emotionally and sometimes financially.  

The shortage of qualified ATCs in the workforce can also lead to operational challenges for ANSPs, such as increased workload for existing controllers and inefficiencies in air traffic management.   

In the recruitment and selection process, ANSPs are under pressure to find ATC candidates who not only meet the stringent entry requirements but also have the potential to succeed through the demands of training, to become rated ATCs. This points to a rapidly growing emphasis on the importance of rigorous selection methods to identify the most suitable candidates from the outset. 

Here at Airways International, our team is hearing this first hand from many of our customers and industry colleagues. Following the ICAO GISS 2025 event in Abu Dhabi, when we showcased our SureSelect ATC selection solution, we’ve had increased interest in our ATC selection methodology and its positive impact on Airways’ ATC training – to the tune of a 95% training success rate. 

Choosing the right people from the start 

While selecting the right candidates is essential, other factors play a key role in building a skilled and well-resourced ATC workforce — particularly the delivery of high-quality competency-based training including simulation, which are critical to overall success. 

However to ensure successful outcomes, ANSPs must focus on selecting the right candidates from the outset. With over three decades of experience in recruiting, selecting, training, and retaining ATCs, we know that identifying the most suitable candidates early significantly reduces training costs and improves efficiency for ANSPs. 

Choosing candidates with the right mix of aptitudes and competencies significantly increases the likelihood of successful training outcomes – and selecting candidates who are well-suited to the demands of the job also improves retention rates. 

By selecting individuals who naturally possess the traits required of ATCs, ANSPs can improve training success rates, and reduce the number of candidates who fail to complete training. 

Delivering results with the Airways approach 

The extensive experience that Airways has gained over 30 years of ATC recruitment, selection and training has allowed us to develop a refined process that consistently delivers outstanding results. Over the past 12 years, ATC students in training for Airways New Zealand have achieved success rates of 92% in the Airways Training academy, and 98% for on-job training. 

Airways begins the selection process by asking candidates to complete a range of ATC-specific cognitive and aptitude tests, along with a behavioural traits survey that measures key behavioural characteristics relevant to the demands of air traffic control.

Shortlisted candidates are invited to attend a full-day Assessment Centre, where they are evaluated by a team of trained assessors. The process includes four key components: a structured, competency-based interview; individual ATC surveillance and aerodrome exercises; a group exercise; and a validation test of cognitive and ATC-specific aptitude skills. This stage is critical for assessing and validating the behavioural and cognitive attributes essential for success in air traffic control. 

Most of our Assessment Centre assessors are rated controllers – the use of operational ATCs is a critical success factor, ensuring relevance and a high degree of buy-in to the selection process. We believe that incorporating an Assessment Centre into the overall selection process has been instrumental in achieving high training success rates over the past 12 years. 

Investing in the future: The critical role of selecting the best ATC candidates 

In conclusion, the future of air traffic management hinges on the ability to effectively select and train the best candidates from the outset. The stakes are high, but the rewards are even higher. By investing in rigorous selection processes and leveraging advanced tools like Airways International’s SureSelect ATC selection solution, air navigation service providers can significantly enhance training success rates and operational efficiency. 

We urge all ANSPs to prioritise the selection of candidates with the right mix of aptitudes and competencies. This not only ensures a higher likelihood of training success, but also fosters a more resilient and capable workforce. 

The path to a safer and more efficient air traffic management system starts with choosing the right people today.